Organisational change: managing the impact on employee engagement and culture

With 47% of organisations currently planning structural change(1), Karian and Box CEO, Ghassan Karian, studies the impact of organisational change on employee engagement and culture, and provides preventative actions for businesses.

The concept of the ‘change curve’ is common to many, with organisational change now a constant for most businesses, but what is the evidence to show how long it lasts, what is driving it, and what can be done to better manage it?

This major new study brings together employee listening data from over 280,000 employees across multiple sectors over 5 years. It sets out the impact of organisational change – specifically restructuring – on employees: their levels of engagement, psychological safety, accountability and innovation.

Included in this guide, there are also practical actions that businesses have taken to successfully minimise the negative impact of change, as continuous rounds of restructuring can result in turbulence for employees. These actions constitute a powerful 6-part ‘change engagement formula’ which, when followed, can help an organisation to secure change outcomes while safeguarding employee engagement and a range of important cultural traits.

what to expect from employee advocacy scores throughout a period of structural change

the effects on psychological safety, accountability, innovation and other key behaviours

the tried and proven change engagement formula for success

1. New ways of working: the lasting impact and influence of the pandemic; Karian and Box, The Global Institute for Women’s Leadership & King College London, April 2021

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Organisational change: managing the impact on employee engagement and culture

With 47% of organisations currently planning structural change(1), Karian and Box CEO, Ghassan Karian, studies the impact of organisational change on employee engagement and culture, and provides preventative actions for businesses.

Latest insights

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